Teacher Salary Schedule and Placement of New Hires Salary Schedule Range: $34,280 - $71,477

Current Teachers/Counselors:

Current Salary

+ Base pay increase of negotiated increment driven by evaluation results

+ Additional Compensation

New Teacher Placement:

Teachers are initially placed according to experience. Teachers new to the District may be granted up to

12 years of experience, provided the experience occurred within the last 17 years in accordance with the

MVEA Agreement. The District will recognize one Master’s Degree for placement on the salary

schedule.

Additional Compensation:

Type Amount Payment

Initial Master’s Degree* $3,000 Annual Payment

National Board Certification $1,714 Annual Payment

Aligned Professional Development Stipend $450-900 Annual Stipend

*For current staff, initial advanced degree must be conferred after January 1, 2016.

Experience

0 34,280

1 34,689

2 35,097

3 35,506

4 36,323

5 37,139

6 38,161

7 39,182

8 40,203

9 41,326

10 42,245

11 43,266

12 43,624

ADDENDUM TO CLASSROOM TEACHERS SALARY SCHEDULE

EXHIBIT A

Mesa County Valley School District 51 Current negotiated salary schedules with addenda are available in Human Resources Department or on the District website. For questions concerning the salary schedule, contact Human Resources or an MVEA officer. 2017-18 Salary Schedule/Compensation/Contract Days

$1,200 Earned Increment prorated based on FTE and number of contract days

1% Cost of Living Adjustment

2 Additional Student Contact Days increasing the identified Work Year from 182 days to 184 days

Base Pay Salary Schedule Range adjustment $34,280-$71,477

No change to insurance contribution at this time 2018-19 Salary Schedule/Compensation/Contract Days

$1,200 Earned Increment prorated based on FTE and number of contract days, pending available funding

No Cost of Living Adjustment

Continuation of the 2 additional student contact days plus 3 additional student contact days pending additional funding sources A. WORK YEAR - Teachers are employed for one hundred eighty four (184) days. B. EXTENDED CONTRACTS - Salaries for Covered Employees contracted for more than the scheduled Work Year are determined by

multiplying the per diem amount by the number of contracted days. C. ANNUAL COMPENSATION

Base Pay Compensation: 1. Salary will be paid in twelve (12) monthly payments; the pay date will be the last day of the month for work performed during that

month. 2. Salary and sick leave will be prorated for any Covered Employee employed after the beginning of the contract year. 3. A direct deposit paycheck system will be utilized by the District for all Covered Employees.

4. Base Pay Salary Schedule Range $34,280-$71,477, negotiated annually. 5. Earned Increment – The earned increment is intended to be an annual raise to base salary in the amount of $1200 taking into

consideration budgetary laminations. The earned increment will be added to base pay beginning in August for Covered Employees who have a final evaluation rating of Partially Effective or higher in the previous year. The earned increment will be prorated based on FTE and number of contract days. Parties shall negotiate the amount of the earned increment annually.

a. Once Inter-rater effectiveness is achieved, the earned increment will be further differentiated based upon final evaluation rating.

b. Evaluation rating will not decrease base pay. c. Future amounts will be negotiated based on available funding, making this a sustainable model.

6. Initial Master’s Degree - $3,000 increase to base pay for an initial Master’s Degree that is aligned to Covered Employee’s professional practice. If it is determined that Master’s Degree does not align, it will be taken to Professional Council for review. The Superintendent or designee, in consultation with the MVEA President, will make the final determination.

Additional Available Stipends: 1. Aligned Professional Learning Unit (APLU) – Stipend of $450/unit (maximum of 2 units

paid per fiscal year July 1-June 30.) a. Units must be aligned to Covered Employee’s individual Professional Growth Plan

and demonstrated or refined in professional practice to be eligible for the stipend. Principals will make eligibility decision based on protocols established by the Aligned Professional Learning Advisory Board (APLAB).

b. Applicants have twelve months from the day the course ends to demonstrate evidence of learning in their practice in order to apply for the stipend.

c. The number of Professional Learning Units and stipend amounts will be negotiated annually with the intent to increase limits based on available funding.

d. APLU courses which occur during contractual time may be approved by the Professional Learning Department if they meet the requirements set forth by the APLAB. This section will be reviewed annually.

2. Instructional Leaders Designation a. The Instructional Leader Designation will be for a three year term. As long as the Covered Employee remains a classroom

teacher and follows other requirements as determined by the APLAB, he/she will receive an additional yearly stipend equivalent to $5,000. The Instructional Leader stipend will be prorated based on FTE.

b. Status will be reviewed each year and continued designation will be made by APLAB based on current evaluation and ongoing classroom observation. The Covered Employee must reapply after three (3) years and receive the Instructional Leader designation to continue receiving a stipend.

c. The intent and expectation of the Instructional Leader Designation is to encourage our finest teachers to remain in the classroom, refine their practice, and model excellent teaching. Instructional Leaders will open their classrooms for observation and also choose from a menu of options to determine how they will offer their expertise and support to other teachers in our district. Their duties and the menu of options will be set forth by the Aligned Professional Learning Advisory Board (APLAB).

3. National Board for Professional Teaching Standards – Covered Employees who receive National Board Certification will receive an additional yearly stipend equivalent to five percent (5%) of the minimum salary on the base pay salary schedule. Covered Employees will receive the additional stipend as long as they continue to hold the National Board Certification.

4. Extracurricular Activities a. The extracurricular salary schedule will be negotiated annually. b. A maximum of twelve (12) years’ experience will be granted for prior coaching experience if obtained within the past

seventeen (17) years immediately preceding acceptance of a coaching position with the District. These parameters will increase by one year, every year, until a maximum of fifteen (15) years’ experience within the last twenty (20) years is reached. Experience can be obtained in any sport, but must be obtained within a scholastic environment such as middle school, high school, or college. Club experience does not count toward placement on the D salary schedule. Middle school experience is not applicable toward placement for a high school sport but is applicable for a middle school sport.

c. Covered Employees that cease coaching duties for one (1) year but do not sever employment and are selected for a coaching position shall be entitled to placement as though a break in service did not occur upon return to those duties. Covered Employees who cease coaching for more than one (1) year will be placed on the salary schedule following the process listed above.

d. Covered Employees shall be compensated in accordance with the Extracurricular Activities Salary Schedule. Extracurricular duties are offered on a year-to-year basis. If a Covered Employee is given an extracurricular duty assignment in the Covered Employee’s first year of full-time employment in the District, or if a Covered Employee voluntarily transfers to a different building and accepts an extracurricular duty(ies) in that building as part of the transfer, that Covered Employee may not, for a period of three (3) years after such hiring or transfer, reject an assignment to such extracurricular duty(ies).

e. The Principal or designee shall annually evaluate personnel assigned to high school extracurricular activities. Evaluations will occur within two (2) weeks following the conclusion of the respective activity or by May 1 for a year-long activity. The evaluations shall be reviewed by a designated central office administrator.

f. It is expected that those engaged in extracurricular activities at the middle school level will receive evaluations through the extracurricular evaluation process.

D. PLACEMENT

1. Teaching/Counseling experience - A maximum of twelve (12) years’ experience will be granted for prior contracted K-12 school experience if obtained within the past seventeen (17) years immediately preceding employment with the district. These parameters will increase by one year, every year, until a maximum of fifteen (15) years’ experience within the last twenty (20) years is reached. A Covered Employee who taught under contract for the entire second semester of a school year will be credited with one (1) experience year. Covered Employees with zero (0) years of experience will be placed on step zero (0) and employees with one (1) year experience will be placed on step one (1). Covered Employees with two (2) or more years’ experience will be placed on the appropriate step up to the maximum allowed depending on the school year.

2. Vocational experience - Trade experience required for vocational instructors may be credited in lieu of prior teaching experience. Such trade experience will be credited as in D.1 above.

E. DAY LEAVE will be awarded as per the negotiated agreement. F. BENEFITS - Depending on their position, Covered Employees may be eligible for one (1) or all of the following benefits: P.E.R.A., health

insurance, dental insurance, life insurance, vision insurance, workmen's compensation, and various leaves. The Human Resources Department will inform Covered Employees of specific benefits when they are hired.

G. INCREMENTS

Any Covered Employee enrolled in an advanced degree program prior to May 9, 2014, will be grandfathered into the new compensation system and their credits will be honored in the successive years if the program is completed prior to June 30, 2017. Human Resources must have been notified of enrollment into the program by July 31, 2014. No other educational increments will be honored until the new compensation system is adopted.